INTRODUCTION OVERVIEW OF BENEFITS...

Transcription

1 Summary Plan Description Swift Transportation Company Medical, Dental and Vision Plan Effective January 1, 2015

2 Table of Contents INTRODUCTION OVERVIEW OF BENEFITS Medical & Prescription Dental Vision Some Important Provisions Your Plan Options Premiums & Cost Sharing Covered Benefits, Limitations & Exclusions In-Network & Out-of-Network Care Primary Care Provider Newborns and Mothers Health Protection Act Coordination of Benefits Claim & Appeal Procedures ELIGIBILITY & ENROLLMENT Eligibility Employees Dependents Enrollment Procedure Initial Enrollment Annual Enrollment Special Enrollment Mid-Year Changes Participation During Approved Leave of Absence General Rules for Leaves Special Rules for FMLA Leave Special Rules for Military Leave TERMINATION OF COVERAGE & COBRA COVERAGE Termination of Coverage Employees Dependents COBRA Coverage Who is Entitled to COBRA Coverage and When Qualifying Event & Election Notice Requirements COBRA Coverage Period ADDITIONAL INFORMATION Plan Sponsorship & Administration Plan Name Plan Sponsor Plan Number and Plan Year Type of Plan Plan Administrator Insurance Carriers Agent for Service of Legal Process Contributions & Funding Amendment & Termination ERISA Rights Your Rights

3 Prudent Actions by Plan Fiduciaries Enforce Your Rights Assistance with Your Questions DEFINITIONS

4 Introduction Swift Transportation Company is pleased to offer group medical/prescription, dental, and vision coverage to its eligible Employees through the Aon Active Health Exchange. The Exchange is a private exchange, meaning it is not related to the government-run state and federal insurance exchanges or marketplaces. Through the Exchange, you can choose from several coverage levels, a variety of Insurance Carriers, and a range of costs. All Plan benefits are fully insured by the Insurance Carrier(s) you select, and you ll receive an Insurance Booklet for each insured benefit you select. This document (including referenced appendices) and the applicable Insurance Booklets (which are incorporated herein by reference) constitute the ERISA summary plan description for the Plan. This document supplements the Insurance Booklets and is not intended to (and does not) give you any substantive right to benefits not provided for in the Insurance Booklets. If there is any inconsistency between the terms of this document and the terms of an Insurance Booklet, the Insurance Booklet will govern in determining the benefits to which you re entitled. However, regardless of what the Insurance Booklet might say, there is no coverage under the Plan for domestic partners. If there is any inconsistency between the terms of this document, the Insurance Booklet, and the Plan, the terms of the Plan will govern in determining the benefits to which you re entitled. As you read through this document, keep in mind some words and phrases have specific, defined meanings. Defined words and phrases are generally capitalized. See the Definitions section. If you have questions, please visit the Benefits Service Center online at or call Overview of Benefits Medical & Prescription When you enroll or reenroll in the Plan, you ll have multiple medical Insurance Carriers to choose from as well as multiple coverage levels to choose from which have a range of costs. You ll also have access to online tools to help you determine which medical Insurance Carrier and coverage level is best for you. The coverage levels* are: Bronze Plus: a high-deductible health plan that covers In-Network and Out-of-Network Care and has prescription drug coinsurance Silver: a preferred provider organization (PPO) health plan that covers In-Network and Out-of-Network Care and has prescription drug copays Gold: a preferred provider organization (PPO) health plan that covers In-Network and Out-of-Network Care and has prescription drug copays and coinsurance Platinum: a preferred provider organization (PPO) health plan that covers In-Network Care, offers limited benefits for Out-of-Network Care, and has prescription drug copays (note: for some Insurance Carriers in CA, CO, DC, GA, MD, OR, VA and WA, the platinum coverage level is an HMO plan that covers In-Network Care only and has prescription drug copays) *If you live outside the service areas of all Insurance Carriers, an out-of-network plan through Aetna at the silver or gold coverage level will be your only choice. Also, depending on the Insurance Carrier you choose, your coverage options may be a little different if you live in CA. Dental When you enroll or reenroll in the Plan, you ll have multiple dental Insurance Carriers to choose from as well as multiple coverage levels to choose from which have a range of costs. You ll also have access to online tools to help you determine which dental Insurance Carrier and coverage level is best for you

5 The coverage levels are: Bronze: a basic preferred provider organization (PPO) dental plan that covers In-Network Care and Out-of- Network Care, but does not cover major or orthodontic expenses Silver: a buy-up to the basic preferred provider organization (PPO) dental plan that covers In-Network Care and Out-of-Network Care, including coverage for major services and, for children up to age 19, orthodontic expenses Gold: an enhanced preferred provider organization (PPO) dental plan that covers In-Network Care and Out-of-Network Care, including coverage for major services and orthodontic expenses for children and adults Platinum: a dental HMO plan that covers In-Network Care only, including orthodontic expenses for children and adults (note: not available in AK, ME, MT, ND, NH, SD, VT, WY, and some other limited areas) Vision When you enroll or reenroll in the Plan, you ll have multiple vision Insurance Carriers to choose from as well as multiple coverage levels to choose from which have a range of costs. You ll also have access to online tools to help you determine which vision Insurance Carrier and coverage level is best for you. The coverage levels are: Bronze: an exam-only option that provides discounts for materials (such as lenses, frames, and contacts) Silver: a preferred provider organization (PPO) vision plan that covers In-Network Care and Out-of- Network Care Gold: an enhanced preferred provider organization (PPO) vision plan that covers In-Network Care and Out-of-Network Care Some Important Provisions Your Plan Options The plan options available to you (i.e., Insurance Carrier and coverage level) are determined by where you live. It s your responsibility to provide the Plan Administrator with the address at which you and your covered Dependents live. If you provide a false or fraudulent address, your and your covered Dependents coverage may be retroactively cancelled. It s also your responsibility to notify the Plan Administrator and Insurance Carrier if you move. A change in your residence may result in your no longer being eligible for the plan option in which you re enrolled. See also Mid-Year Changes in the Enrollment Procedure subsection under the Eligibility & Enrollment section below. Notifying the Plan Administrator and Insurance Carrier of changes in your residence is also important to ensure you receive notices and other important information regarding the Plan which may be sent by first class United States mail to the address most recently provided by you. The Plan Administrator and Insurance Carrier have no obligation or duty to locate you if you provide an incorrect address or fail to update your address. Premiums & Cost Sharing Swift will provide you with a credit to be applied toward medical/prescription coverage you elect under the Plan. The credit can only be used for medical/prescription premiums (i.e., the credit cannot be used towards dental or vision premiums and the credit will not be paid to you in cash). You re responsible for paying the remainder of the premium for medical/prescription coverage you elect under the Plan (i.e., the amount in excess of Swift s credit). You re also responsible for paying the entire premium for dental or vision coverage you elect under the Plan. By enrolling in coverage, you re authorizing Swift to deduct from your pay your portion of the premium. Generally, with each increase in the level of coverage (for example, if you elect gold instead of silver coverage), the premium will be higher. The credit Swift provides for medical/prescription coverage does not vary based on the medical Insurance Carrier or coverage level you elect. This means the higher the premium is for the coverage you elect, the more you ll be responsible for paying upfront from each paycheck. Premium amounts for each Insurance Carrier and each coverage level will be made available when you enroll or reenroll

6 How much you have to pay when you need medical, dental, or vision care depends on the coverage level you elect. Generally, with each increase in the level of coverage (for example, if you elect gold instead of silver coverage), the amount you have to pay when you need medical, dental, or vision care is less. Amounts you may have to pay include copays, deductibles, and co-insurance. A copay is a set amount you pay to a medical, dental, or vision care provider when you receive medical, dental, or vision care. A copay may also apply to prescriptions. A deductible is a set amount you pay before the Insurance Carrier pays certain benefits. Coinsurance is the percentage of the medical, dental, or vision care you pay for certain services until you reach the annual out-of-pocket maximum. Coinsurance may also apply to prescriptions. Please refer to your Insurance Booklet for information regarding the copays, deductibles, coinsurance, and out-of-pocket maximums for the coverage you elect. Covered Benefits, Limitations & Exclusions Not all medical, dental, or vision care or prescriptions are covered. Rather, the Insurance Policies have limitations and exclusions on covered benefits. Certain benefits also may be subject to preauthorization, in which case coverage may be limited or the service may not be covered if you don t go through the preauthorization process. Please refer to your Insurance Booklet for information regarding covered benefits, limitations, exclusions, and preauthorization requirements. Generally, your Insurance Booklet will include a detailed schedule of benefits which will include information regarding the extent to which preventative services are covered, whether and under what circumstances existing or new drugs are covered, and whether and under what circumstances coverage is provided for medical tests, devices and procedures. However, if your Insurance Booklet does not include a detailed schedule of benefits, you have the right to request a detailed schedule of benefits which will be provided to you without charge by the Insurance Carrier. There are also a variety of circumstances which may result in disqualification, ineligibility, denial, loss, forfeiture, suspension, offset, reduction, or recovery of benefits which you might otherwise reasonably expect to receive. For example, an Insurance Carrier may impose a time limit for submitting a claim for benefits and failure to submit within that time frame may result in the claim being denied by the Insurance Carrier. As another example, an Insurance Carrier may incorrectly pay for benefits that are not covered or may make an overpayment for benefits that are covered in which case the Insurance Carrier may have the right to recover the incorrect or overpayment from you or the medical, dental or vision provider. Please refer to your Insurance Booklet for more information regarding these types of situations. In-Network & Out-of-Network Care Many plan options (i.e., Insurance Carrier and coverage level) cover both In-Network Care and Out-of-Network Care, but some don t cover Out-of-Network Care or limit coverage to certain situations (such as emergencies). If you choose a plan option that covers both In-Network Care and Out-of-Network Care, generally the amount you ll have to pay for In-Network Care will be less than the amount you ll have to pay for Out-of-Network Care. Please refer to your Insurance Booklet for information regarding the permitted or required use of In-Network Providers, the composition of the In-Network Provider network, any conditions or limits on the selection of primary care providers or providers of specialty medical care, the extent to which Out-of-Network Care is covered, and any conditions or limitations applicable to obtaining emergency medical care. If your Insurance Booklet does not include a list of In- Network Providers, you ll be provided the list free of charge by the Insurance Carrier. Primary Care Provider Some plan options may permit or require you to designate a primary care provider. In that case, you ll have the right to designate any primary care provider who participates in the Insurance Carrier s network and who is available to accept you or your family members. You may designate a pediatrician as your child s primary care provider. If you re required to designate a primary care provider but don t do so, the Insurance Carrier may designate one for you. Please refer to your Insurance Booklet for information regarding whether you re required to select a primary care provider and, if so, how to select a primary care provider. If you re required to select a primary care provider, the Insurance Carrier will make available to you a list of its participating primary care providers. Whether or not you are required or permitted to designate a primary care provider, you won t need prior authorization from the Insurance Carrier or anyone else (including a primary care provider) in order to obtain access to obstetrical or gynecological care from a health care professional in the Insurance Carrier s network who specializes in obstetrics or gynecology. The health care professional, however, may be required to comply with - 3 -

7 certain procedures, including obtaining prior authorization for certain services, following a pre-approved treatment plan, or procedures for making referrals. Please refer to your Insurance Booklet or the Insurance Carrier s separate list of In-Network Providers for a list of participating health care professionals who specialize in obstetrics or gynecology. Newborns and Mothers Health Protection Act Under federal law, group health plans and health insurance carriers generally may not restrict benefits for any hospital length of stay in connection with childbirth for the mother or newborn child to less than 48 hours following a vaginal delivery or less than 96 hours following a delivery by cesarean section. They also may not require that a provider obtain preauthorization from the plan or insurance carrier for prescribing a length of stay not in excess of 48 hours (or 96 hours). However, federal law does not prohibit the mother s or newborn s attending provider, after consulting with the mother, from discharging the mother or her newborn earlier than 48 hours (or 96 hours). Coordination of Benefits If you have medical/prescription or dental coverage in addition to the coverage Swift offers, benefits payable by the Insurance Carrier may be coordinated with benefits payable under your other medical/prescription or dental coverage. This is called coordination of benefits. Under the coordination of benefits rules, one plan is considered primary and the other secondary. The primary plan pays benefits first and the secondary plan pays benefits second, taking into account the benefits paid by the primary plan so as to avoid duplication of benefits. For more information regarding coordination of benefits, including the rules for determining whether your insured coverage under the Plan is primary or secondary, please refer to your Insurance Booklet. Claim & Appeal Procedures The Insurance Carrier you select is responsible for determining the benefits payable to you and for paying those benefits. The Insurance Carrier reviews and decides claims in accordance with its reasonable claim and appeal procedures as required by ERISA. If you have a claim that is denied, you ll be notified and have an opportunity to appeal the denial. You ll also have access to all documents, records, and information relevant to your claim, free of charge and upon request, regardless of whether the document, record, or information was relied upon in denying your claim. Please refer to your Insurance Booklet for information regarding the Insurance Carrier s procedures for submitting claims and appealing claim denials. If your Insurance Booklet doesn t include claim and appeal procedures, you ll receive a separate document free of charge explaining these procedures. It s important for you to review the Insurance Carrier s claim and appeal procedures carefully because you may lose your right to file suit in a federal or state court if you don t fully exhaust the Insurance Carrier s procedures or if you don t file suit within the time period required by the Insurance Carrier. Eligibility & Enrollment Eligibility Employees All full-time Employees (i.e., Employees working 30 or more hours per week) who have completed the applicable waiting period are eligible to enroll in the Plan and elect insured medical/prescription, dental, or vision coverage. Your waiting period is: 60 days of continuous full-time employment if you re a full-time driver who has less than 6 months of verifiable, professional truck driving experience as determined by Swift ( inexperienced driver ) 30 days of continuous full-time employment if you re a full-time non-driver or you re a full-time driver who has at least 6 months of verifiable, professional truck driving experience as determined by Swift If you transfer from an ineligible class to an eligible class, you ll be eligible to enroll when you complete the applicable waiting period. Time you work in an ineligible class will not count towards satisfying the waiting period

8 If your coverage ends due to your termination of employment and you re rehired within 13 weeks, you won t have to re-satisfy the applicable waiting period to enroll (or reenroll) in medical/prescription coverage. Rather, if you ve already satisfied the applicable waiting period and are otherwise eligible to participate in the Plan, you ll be eligible to commence (or recommence) medical/prescription coverage under the Plan as of the first day of the month following your rehire date. You must again satisfy the applicable waiting period in order to enroll (or reenroll) in dental or vision coverage. You also won t have to re-satisfy the applicable waiting period to enroll (or reenroll) in medical/prescription coverage if your coverage ends in connection with a period of time (such as a leave of absence) during which you don t perform any services and the period during which you don t perform any services does not exceed 13 weeks. However, your coverage generally won t end during a leave of absence unless you fail to make premium payments. If your coverage ends due to your failure to make premium payments and your leave is not an FMLA or military leave, you won t be eligible to enroll (or reenroll) in any coverage under the Plan until the next enrollment period occurs. See also the Participation During Approved Leave of Absence subsection below and the Termination of Coverage & COBRA Coverage section below. Former Employees are not eligible to participate in the Plan, except as may otherwise be permitted through COBRA coverage. See the COBRA Coverage subsection under the Termination of Coverage & COBRA Coverage section below. To participate, you must enroll and there are deadlines for doing so. See the Enrollment Procedure subsection below. Dependents You may cover your: spouse to whom you re legally married for federal tax purposes children who are under 26 years of age unmarried, Disabled Child who is age 26 or older, claimed by you as a dependent on your federal income tax return, and covered under the Plan prior to reaching age 26 (to the extent permitted by the Insurance Carrier) Your children include your: biological children adopted children (including children placed for adoption with you) stepchildren children for whom you re the legal guardian, including foster children placed with you by an authorized placement agency or court order Please refer to your Insurance Booklet for any state law provisions which may permit you to enroll additional persons as your dependent, but remember there is no coverage under the Plan for domestic partners. The Plan Administrator or Insurance Carrier may require that you provide proof of the dependent status of any person you seek to enroll or reenroll as your Dependent. The Plan Administrator or Insurance Carrier may also require that you provide proof of the continued dependent status of any person who is covered as your Dependent. Required proof may include, but is not limited to, documentation such as a marriage license, federal tax return, birth certificate, social security number, or Social Security Administration determination of disability. Coverage of a person you seek to cover as a Dependent may be retroactively canceled if you fail to provide the required proof, in which case you may not be able to enroll (or reenroll) that person until the next Annual Enrollment Period (or, if applicable, Special Enrollment Period or Mid-Year Change) occurs. No person may be covered both as an Employee and Dependent and no person may be covered as a Dependent of more than one Employee

9 Except as may otherwise be permitted in the case of COBRA Coverage, none of your Dependents can be enrolled unless you re also enrolled and your Dependents must be enrolled in the same option (i.e., same coverage level and same Insurance Carrier) in which you re enrolled. Enrollment Procedure Initial Enrollment To enroll when first eligible, you must request enrollment during your Initial Enrollment Period or the grace period for you and any Dependents you wish to cover. When you re hired or transferred into an eligible class (i.e., full-time Employee status), you ll receive information on how to enroll during your Initial Enrollment Period and the deadlines for doing so. Your Initial Enrollment Period begins one week after you're hired or transferred into an eligible class and ends on the last day of the month during which you complete the applicable waiting period. The grace period is the month immediately following the month during which you complete the applicable waiting period. As shown in the example below, if you enroll during your Initial Enrollment Period, your coverage will become effective earlier than if you enroll during the grace period. Example: Mary is hired as a full-time non-driver on February 16, The last day of Mary s waiting period is March 18, 2015, making the last day of her Initial Enrollment Period March 31, If Mary enrolls by March 31, 2015, her coverage will become effective April 1, If Mary does not enroll by March 31, 2015, she can still enroll during the month of April, but her coverage will not become effective until May 1, If Mary does not enroll by the April 30, 2015, she will not be able to enroll until the next Annual Enrollment Period (or, if applicable, Special Enrollment Period or Mid-Year Change) occurs. Once you enroll, you cannot change or terminate your enrollment for yourself or your Dependents until the next Annual Enrollment Period (or, if applicable, Special Enrollment Period or Mid-Year Change) occurs. However, prior to then, your or your Dependent s coverage may terminate for a specific reason (for example, if your employment terminates). See the Termination of Coverage & COBRA Coverage section below. Annual Enrollment Before the beginning of each calendar year, you ll have an opportunity to make or change your elections for the coming year, provided you re still eligible to participate at that time. This period of time is called the Annual Enrollment Period, and you ll receive information on how to enroll or make changes during the Annual Enrollment Period and the deadlines for doing so. Your choices during the Annual Enrollment Period will include: adding or dropping coverage for yourself or your Dependents changing your Insurance Carrier changing your coverage level During the Annual Enrollment Period for 2015, you must affirmatively enroll yourself (or yourself and your Dependents) in medical/prescription, dental and/or vision coverage in order to have that coverage in This is called active enrollment. If you don t make an affirmative enrollment election, you (and your Dependents) won t have medical/prescription, dental, or vision coverage in Also, you won t be able to enroll yourself or your Dependents until the next Annual Enrollment Period (or, if applicable, Special Enrollment Period or Mid-Year Change) occurs. For 2016 and later years, the Plan Administrator may require active enrollment or permit passive enrollment. Active enrollment is described above. With passive enrollment, if you re already enrolled and don t make any changes during the Annual Enrollment Period, you ll be deemed to have elected to have your coverage (and any existing coverage for your Dependents) for the current Plan Year apply to the next Plan Year, subject to any changes in default coverage (such as the level, type or scope of health coverage). However, you still have to make an affirmative enrollment election if you want to add or change coverage or if you want to be eligible to receive certain contribution credits (i.e., reductions) or avoid certain contribution surcharges (i.e., increases). Therefore, even if passive enrollment is permitted and you don t want to add or change coverage, you should still make an affirmative enrollment election during the Annual Enrollment Period

10 The choices you make during Annual Enrollment will be effective as of the first day of the Plan Year to which the Annual Enrollment Period relates and cannot be changed until the next Annual Enrollment Period (or, if applicable, Special Enrollment Period or Mid-Year Change) occurs. However, prior to then, your or your Dependent s coverage may terminate for a specific reason (for example, if your employment terminates). See the Termination of Coverage & COBRA Coverage section below. Special Enrollment In certain cases, if you re otherwise eligible to enroll, you can enroll yourself and your Dependents during a Special Enrollment Period. A Special Enrollment Period will apply in any of the following situations: you get married you have a new Dependent child due to marriage, birth, adoption, or placement for adoption you become required, by a court order, to provide health coverage or health expense coverage for a Dependent you didn t elect coverage for yourself or a Dependent during your Initial Enrollment Period (or an Annual Enrollment Period) due to having coverage under another group health plan or health insurance and coverage is lost because: o it was provided under a COBRA continuation provision, and coverage under that provision was exhausted, or o it was not provided under COBRA continuation provision, and the coverage was terminated as a result of loss of eligibility for the coverage, including loss of eligibility as a result of legal separation or divorce; death; termination of employment; reduction in the number of hours of employment; the employer s decision to stop offering the group health plan to the eligible class to which the employee belongs; cessation of a person s status as a dependent; or employer contributions toward the coverage were terminated you or your Dependent is covered under a Medicaid Plan or State CHIP Plan and your or your Dependent s coverage under that plan terminates because of your or your Dependent s loss of eligibility for that coverage you or your Dependent becomes eligible, under a Medicaid Plan or State CHIP Plan, to receive financial assistance with premiums for coverage under the Plan The Special Enrollment Period will begin on the date the event happens that gives rise to the Special Enrollment Period (for example, the date you get married, the date you obtain a new Dependent or the date the person loses other coverage) and will end 31 days later (or 60 days later if the event giving rise to the Special Enrollment Period is the loss of coverage under a Medicaid or State Plan or eligibility under a Medicaid or State Plan for financial assistance with premiums under the Plan). If you enroll yourself or your Dependents during the Special Enrollment Period, coverage will be effective as of the date the event happened, except in the case of a court order where coverage will be effective when enrollment actually occurs. Remember, your Dependents cannot be enrolled for coverage unless you re already enrolled or you also enroll yourself during the Special Enrollment Period. Also, Swift (or its designee) may require that you provide proof of the event and proof of the dependent status of any person who you seek to enroll as your Dependent. Generally, once you enroll, you cannot change or terminate your enrollment until the next Annual Enrollment Period (or, if applicable, another Special Enrollment Period or a Mid-Year Change) occurs. However, prior to then, your coverage may terminate for a specific reason (for example, if your employment terminates). See the Termination of Coverage & COBRA Coverage section below. If you don t enroll yourself or your Dependents during the Special Enrollment Period, you won t be able to enroll until the next Annual Enrollment Period (or, if applicable, another Special Enrollment Period or a Mid-Year Change) occurs

11 Mid-Year Changes As described in the Initial Enrollment, Annual Enrollment and Special Enrollment subsections above, enrollment or changes in enrollment during the Plan Year are generally not allowed. The Special Enrollment subsection above describes certain situations where you can enroll your Dependents (if you re already enrolled) or yourself and your Dependents (if you re not already enrolled) during the Plan Year. This Mid-Year Changes subsection describes additional, limited situations when you can enroll or change enrollment during a Plan Year. To enroll or make a change under this Mid-Year Changes subsection: one of the events described below must occur the event must impact your or your Dependent s eligibility for coverage you must make the change (in the form and manner required by the Plan Administrator) within 31 days of the date on which the event occurs your change must be consistent with the event Change in Legal Marital Status This includes getting married, divorced or legally separated. The ability to enroll yourself and your Dependents in the Plan if you get married is described in the Special Enrollment subsection above. Your marriage may also allow you to drop coverage if the reason you re dropping coverage under the Plan is because you ll have coverage under your new spouse s plan. If you get divorced or legally separated, you can drop coverage for your former spouse, but you cannot drop coverage for yourself (or for your Dependent children unless your former spouse becomes legally liable for providing health coverage for your Dependent children). Change in Employment Status or Work Schedule This includes starting or terminating employment, a strike or lock-out, or the start of or return from an unpaid leave of absence. Remember, these events don t allow you to make a mid-year change unless the event affects eligibility. Generally, the start of or return from an unpaid leave of absence will not affect eligibility, meaning that a mid-year change will generally not be allowed. See the Participation During Approved Leaves of Absence subsection below. If a mid-year change is allowed because the event does affect eligibility, the change must be consistent with the event. The ability to enroll yourself and your Dependents in the Plan if you did not enroll due to other coverage and the other coverage is lost is described in the Special Enrollment subsection above. Under this Mid-Year Changes subsection, you can enroll an eligible person in the Plan if a change in employment affects that person s eligibility for coverage under another health plan. For example, if your spouse and Dependent children are enrolled in your spouse s employer s plan and lose coverage due to your spouse s termination of employment, you can enroll your spouse and Dependent children in the Plan if you re already enrolled in the Plan (or if you were also enrolled in your spouse s employer s plan and lost coverage due to your spouse s termination of employment). Also, if your spouse gets a new job and, as a result, your spouse and your Dependent children become eligible under your spouse s employer s health plan, you can drop coverage for your spouse and Dependent children under the Plan if your spouse and Dependent children are enrolled in your spouse s employer s plan. Change in Medicare or Medicaid Coverage This includes becoming enrolled in Medicare or Medicaid or losing coverage under Medicare or Medicaid. Coverage for the person who becomes enrolled in Medicare or Medicaid can be dropped under the Plan. A person who loses coverage under Medicare or Medicaid can be enrolled in the Plan. Remember, if the person losing coverage is your spouse, you cannot enroll your spouse under the Mid-Year Change subsection unless you re already enrolled in the Plan. Change During Another Plan s Annual Enrollment Period This change applies only if your Dependent s employer s health plan has a different annual enrollment period than the Plan s Annual Enrollment Period. You can drop coverage under the Plan for any person who becomes covered under your dependent s employer s health plan during its annual enrollment period. You can add coverage under the Plan for any person who loses coverage under your dependent s employer s health plan during its annual - 8 -

12 enrollment period. For this purpose, dependent means your spouse, your Dependent child, or both, and person means only Dependents who are otherwise eligible to participate in the Plan. Change in Your Residence Since the plan options available to you (i.e., Insurance Carrier and coverage level) are determined by where you live, a change in your residence may result in your no longer being eligible for the plan option in which you re enrolled. In that case, you can elect a different plan option for which you re eligible based on your new residence. Remember, a mid-year change in election must be made within 31 days of the event (e.g., change in your residence). If you re not already enrolled in the Plan, a change in your residence will not permit you to enroll in the Plan mid-year. Participation During Approved Leave of Absence General Rules for Leaves Special rules apply to FMLA and military leaves, which are described in the subsections below. For all other leaves, if you go on an approved leave of absence (whether paid or unpaid), your (or your and your Dependent s) coverage under the Plan will continue during your approved leave, subject to your continued payment of premiums. If you re on a paid leave, your premium payments will continue to be taken from wages paid to you by Swift (but not from amounts paid to you by a third party, such as workers compensation payments). If the payments you re receiving while on leave are from a third party (i.e., not Swift) or if you re on an unpaid leave, you must make arrangements with the Plan Administrator to pay the premiums that become due during your leave. The coverage you (or you and your Dependent) will have during your approved leave will be the same as similarly situated Employees who are not on leave. For example, if during your leave there is a change in the benefits offered under the Plan or the premiums set by the Insurance Carriers, that change will apply to you to the same extent as it applies to similarly situated Employees who are not on leave. Also, the eligibility, enrollment and termination provisions described in the Eligibility and Enrollment subsections above and the Termination of Coverage & COBRA Coverage section below (including any changes to those provisions) will apply to you to the same extent as they apply to similarly situated Employees who are not on leave. If you fail to make a premium payment, your (or your and your Dependent s) coverage will end. See the Termination of Coverage & COBRA Coverage section below. Your coverage won t be automatically reinstated when you return from leave and you won t be eligible to reenroll in the Plan until the next enrollment period occurs. See the Enrollment Procedure subsection above. Special Rules for FMLA Leave If you go on an approved, paid FMLA leave your (or your and your Dependent s) coverage under the Plan will continue during your approved leave, subject to your continued payment of premiums. During your leave, your premium payments will continue to be taken from wages paid to you by Swift (but not from amounts paid to you by a third party, such as workers compensation payments). If the payments you re receiving while on leave are from a third party (i.e., not Swift), you must make arrangements with the Plan Administrator to pay the premiums that become due during your leave. If you go on an unpaid FMLA leave, you ll have the opportunity to elect to terminate your (or your and your Dependent s) coverage while on leave. If you don t elect to terminate your (or your and your Dependent s) coverage while on leave, coverage will continue during your approved leave, subject to your continued payment of premiums. You must make arrangements with the Plan Administrator to pay the premiums that become due during your leave. As with other types of leave, the coverage you (or you and your Dependent) will have during your approved FMLA leave will be the same as similarly situated Employees who are not on leave, as described above under the General Rules subsection. If you fail to make premium payments while on FMLA leave, your (or your and your Dependents ) coverage will end. See the Termination of Coverage & COBRA Coverage section below. If your (or your and your Dependent s) coverage terminates while you re on FMLA leave, your (or your and your Dependent s) coverage will be automatically reinstated when you return from FMLA leave. However, you (or you and your Dependent) will still not have any coverage under the Plan from the date your (or your and your Dependent s) coverage terminated until the date you returned from FMLA leave

13 Special Rules for Military Leave For military leaves covered by the Uniformed Services Employment and Reemployment Rights Act of 1994 ( USERRA ), coverage will continue to the extent required by and in accordance with the requirements of USERRA. Termination of Coverage & COBRA Coverage Termination of Coverage Employees An Employee s coverage will terminate at the first to occur of: when your employment terminates when the Plan terminates when you re transferred to an ineligible position when you fail to make a premium payment (note: If coverage terminates for this reason, you won t be eligible to reenroll until the next enrollment period occurs. See the Enrollment Procedure subsection above.) If your coverage terminates, you may have the right to elect to continue your coverage for a limited period of time at your own cost. See the COBRA Coverage subsection below. You also may have the right to convert to an individual policy and can contact the Insurance Carrier for more information. Dependents A Dependent s coverage will terminate at the first to occur of: when the Employee s coverage terminates when dependent coverage ceases to be offered when a Dependent becomes eligible to be covered as an Employee when the person is no longer a Dependent (note: If the person is no longer a Dependent because he or she has reached age 26, coverage will terminate as of the last day of the month during which the person reached age 26.) when a premium is not paid. (note: If coverage terminates for this reason, your Dependent will not be eligible to reenroll until the next enrollment period occurs. See the Enrollment Procedure subsection above.) If a Dependent s coverage terminates, the Dependent may have the right to elect to continue coverage for a limited period of time at his or her own cost. See the COBRA Coverage subsection below. The Dependent also may have the right to convert to an individual policy and can contact the Insurance Carrier for more information. COBRA Coverage Under certain circumstances, if your or your Dependent s coverage under the Plan ends, you ll have the right to elect to continue coverage for a limited time at your own cost. This continued coverage is call COBRA Coverage because a federal law entitled the Consolidated Omnibus Budget Reconciliation Act of 1985 gives you the right to this continued coverage. The COBRA Coverage rules are summarized below, but you ll also receive a separate notice describing your COBRA rights. Who is Entitled to COBRA Coverage and When A covered person who loses regular coverage under the Plan due to a qualifying event can elect COBRA Coverage. Each person who loses coverage due to the qualifying event is called a qualified beneficiary. When a qualifying event occurs, COBRA Coverage must be offered to each person who is a qualified beneficiary

14 If you re an Employee, you ll become a qualified beneficiary if you lose coverage under the Plan because either of the following qualifying events happens: your hours of employment are reduced your employment ends for any reason other than your gross misconduct If you re an Employee who timely elects COBRA Coverage, a child who becomes your Dependent child by birth, adoption or placement for adoption during your COBRA Coverage period will also be considered a qualified beneficiary. If you re the spouse of an Employee, you ll become a qualified beneficiary if you lose coverage under the Plan because any one of the following qualifying events happens: your spouse s hours of employment are reduced your spouse s employment ends for any reason other than his or her gross misconduct you become divorced or legally separated from your spouse your spouse dies your spouse becomes entitled to Medicare benefits (under Part A, Part B, or both) If you re a Dependent (but not a spouse) of an Employee, you ll become a qualified beneficiary if you lose coverage under the Plan because any one of the following qualifying events happens: the parent-employee s hours of employment are reduced the parent-employee s employment ends for any reason other than his or her gross misconduct the parents become divorced or legally separated the parent-employee dies the parent-employee becomes entitled to Medicare benefits (Part A, Part B, or both) the child ceases to meet the definition of Dependent Qualifying Event & Election Notice Requirements If the initial (or second) qualifying event is divorce or legal separation or a person s ceasing to meet the definition of Dependent, you must notify the Plan Administrator within 60 days. The written notice can be sent via first class mail or hand-delivered and must include your name, the qualifying event, the date of the event, and appropriate documentation in support of the qualifying event, such as divorce documents. If you don t notify the Plan Administrator on time of an initial qualifying event, the person would otherwise be entitled to COBRA Coverage will lose his or her right to COBRA Coverage. If you don t notify the Plan Administrator on time of a second qualifying event, the person who might otherwise be entitled to an extension of the COBRA Coverage period will lose his or her right to an extension. The other qualifying events will be reported to the Plan Administrator by Swift (or its designee) within 30 days. Within 14 days after receiving notification of a qualifying event, the Plan Administrator will send a notice either: providing you with information on how to elect COBRA Coverage and the deadline for doing so (which is generally 60 days after this information is provided to you), or explaining to you why COBRA coverage is not available Each qualified beneficiary will have an independent right to elect COBRA Coverage. Covered Employees may elect COBRA Coverage on behalf of their spouses who are qualified beneficiaries, and parents may elect COBRA Coverage on behalf of their children who are qualified beneficiaries. If you don t timely elect COBRA Coverage, you ll lose your right to do so

15 COBRA Coverage Period The length of the COBRA Coverage period depends, in part, on which qualifying event occurs. It also depends on whether an intervening event occurs which causes coverage to end earlier than the maximum permitted period. COBRA Coverage will automatically end at the end of the applicable maximum period described below, without any additional notice to the qualified beneficiary. If COBRA coverage ends sooner due to an intervening event, the affected person will be notified by the Plan Administrator as soon as practicable after the Plan Administrator determines coverage will end early. This written notice will explain the reason COBRA Coverage terminated earlier than the maximum period, the date COBRA Coverage terminated and any rights the qualified beneficiary may have to elect alternate or conversion coverage. 18-Month Maximum Period The COBRA Coverage period will be for a maximum of 18 months for the following qualifying events: the Employee s reduction in hours the Employee s end of employment due to any reason other than his or her gross misconduct In certain situations, the 18-month period may be extended to 29 months or 36 months. See the 29-Month Maximum Period and the 36-Month Maximum Period subsections below. 29-Month Maximum Period The 18-month period described above may be extended to a maximum of 29 months if a qualified beneficiary (or one of his or her family members who is also a qualified beneficiary) is disabled (as determined by the Social Security Administration) at the time the qualifying event occurs or becomes disabled within the first 60 days of the 18-month COBRA Coverage period. To be entitled to this extension, you must notify the Plan Administrator within 60 days after you receive notice from the Social Security Administration that the person is disabled. Also, this notice must be provided before the initial 18-month COBRA Coverage period ends. If the person ceases to be disabled, you must notify the Plan Administrator within 30 days after you receive notice from the Social Security Administration that the person is no longer disabled. In this case, if the initial 18-month period has not ended, there will be no extension. If the initial 18-month period has ended, coverage will end within 30 days after the notice is provided. 36-Month Maximum Period For all qualifying events (other than the Employee s reduction in hours or end of employment due to any reason other than the Employee s gross misconduct), the COBRA Coverage for a spouse or Dependent will be for a maximum of 36 months. Also, a spouse s or Dependent s 18-month COBRA coverage period may be extended under the following circumstances: If an 18-month qualifying event (such as the Employee s reduction in hours) occurs and a 36-month qualifying event (such as a divorce) later occurs, the 18-month COBRA Coverage period may be extended to 36 months from the date of the initial qualifying event. If an Employee becomes entitled to Medicare, but there is no loss in coverage at that time, and a loss in coverage later occurs because of an 18-month qualifying event (such as the Employee s reduction in hours), the 18-month COBRA Coverage period may be extended to 36 months from the date of Medicare entitlement. However, if the 18-month COBRA Coverage period would end after 36 months from the date of Medicare entitlement, there will be no extension of the 18-month COBRA coverage period. Intervening Events Certain events will cause COBRA Coverage to end before the applicable maximum period described above. These events are: Swift s ceasing to provide group health coverage to any of its Employees your failure to pay for COBRA Coverage (see the Paying for COBRA Coverage subsection below)

16 your becoming entitled to Medicare after electing COBRA Coverage your becoming covered under another group health plan after electing COBRA Coverage during the 11-month extension of the COBRA Coverage period due to disability, the disabled person s ceasing to be disabled, as determined by the Social Security Administration Generally, if one of the above intervening events occurs, COBRA Coverage will end on the date the intervening event occurs (or, in the case of a failure to pay for COBRA Coverage, on the last day for which coverage was paid). Paying for COBRA Coverage By law, any person who elects COBRA Coverage will have to pay for the full cost of coverage. This is the full cost of coverage for similarly situated active Employees and families (i.e., the entire premium amount, including both the credit Swift would otherwise provide and the Employee s portion), plus an additional 2%. If the 18-month period of COBRA Coverage is extended because of disability, the required amount may increase by 50% if the disabled person is covered during the 11-month additional COBRA Coverage period. Each person will be told the exact dollar charge for COBRA Coverage in effect at the time he or she becomes entitled to elect it. The cost of COBRA Coverage may be subject to future increases during the period it remains in effect. The initial payment for the COBRA Coverage is due to the Plan Administrator within 45 days after COBRA Coverage is elected. If this payment is not made when due, COBRA Coverage will not take effect. After the initial COBRA payment, subsequent payments are due on the first day of each month, but there will be a 30-day grace period to make those payments. If payments are not made by the due date or within the grace period, COBRA Coverage will be canceled as of the due date. Additional Information Plan Sponsorship & Administration Plan Name Swift Transportation Company Medical, Dental, and Vision Plan, which are components of the Swift Transportation Company Cafeteria Plan Plan Sponsor Swift Transportation Company P.O. Box Phoenix, AZ Employer identification number: There are also certain related participating employers. You can contact the Plan Administrator if you re not sure whether your employer is a participating employer. Plan Number and Plan Year Plan No. 502; January 1 - December 31 Plan records are kept on a plan year basis Type of Plan Welfare benefit, including medical, prescription, dental, and vision benefits